More economic uncertainty is the prediction for 2023 by the Office for Budget Responsibility, meaning that the big-tech layoffs we’ve seen recently will likely continue and even branch out into other sectors.
But UK companies shouldn’t follow in the footsteps of billionaire bosses like Musk, Zuckerberg and Bezos regarding redundancies. Many lessons can be learned from their mistakes, the most significant being the transactional and dehumanising approach to their staff, exemplified by a group message to employees about their job loss instead of an in-person meeting.
Here, employment law expert Susie Al-Qassab explains how to do redundancy legally but also ethically.
Why you need a plan when restructuring your business
Although there aren’t any legal requirements around planning as such, your business is preparing to fail by failing to prepare for redundancy.
You should work with staff representatives and your advisers to develop your plans if redundancies look like they are necessary. This will ensure commercial and legal rigour in decision-making, but preparation is also key to communication, which is the bedrock of good employee relations, especially in challenging times. An agreed and stress-tested plan and timetable will enable you to share information with staff to help them understand what’s happening.
Remember, roles are made redundant, not people
The right approach is to identify what structure the business needs and can afford and then select the best people for...
Cadore dropped his Tribunal challenge, leaving the order standing in a case that falls outside the leniency the Ahuja ruling allows The Financial Services Regulatory Authority of Ontario (FSRA) has...